Independent Workplace Investigations

Confidential. Impartial. Compliant.

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When serious concerns arise in the workplace — whether related to bullying, harassment, misconduct, or grievance — it is vital to respond promptly, fairly, and in line with your legal obligations as an employer.

I provide independent, impartial workplace investigations that support your organisation to manage sensitive issues with confidence, compliance, and care.

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Why Choose an Independent Investigator?

In complex or high-stakes situations, appointing an internal manager or HR team member to investigate can create challenges, including perceived bias, lack of experience, or internal pressures.

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As an independent workplace investigator, I offer:

• Objectivity — no prior involvement in the organisation or issue

• Experience — trained and practised in conducting fair, procedurally sound investigations

• Compliance — alignment with Irish legislation and the relevant codes of practice

• Clarity — a structured process and a clear, evidence-based report

• Discretion — respectful handling of confidential and often sensitive matters

I act in line with the Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146/2000), the Employment Equality Acts, and the Health and Safety Authority’s Code of Practice on Bullying in the Workplace (2021).

 

What Types of Issues Can Be Investigated?

I investigate a broad range of workplace issues, including:

• Bullying and harassment complaints

• Allegations of sexual harassment or discrimination

• Disciplinary matters or allegations of misconduct

• Formal grievances between employees

• Concerns raised under Dignity at Work policies

• Breaches of internal policies or codes of conduct

If you are unsure whether an investigation is appropriate, I offer confidential consultations to help you determine the best course of action.

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What Does the Process Involve?

Each investigation is tailored to your policy framework and the nature of the complaint, but generally includes:

1. Initial consultation and terms of reference – Clarifying the scope, process, and reporting requirements

2. Document review – Assessing relevant policies, records, and background materials

3. Interviews – Conducting respectful, confidential interviews with the complainant, respondent, and any witnesses

4. Evidence analysis – Reviewing all information fairly and consistently

5. Investigation report – Providing a balanced, factual report setting out findings based on the standard of proof (the balance of probabilities)

Where appropriate, I can also provide a summary of findings suitable for internal decision-makers to consider next steps.

 

Confidentiality and Fairness

I am committed to the highest standards of confidentiality, impartiality, and procedural fairness. My role is not to determine sanctions, but to establish the facts clearly and objectively so that your organisation can respond appropriately.

 

Investigation or Mediation?

Sometimes, informal resolution or mediation may be more suitable than a formal investigation — especially where the issue relates to miscommunication or relationship breakdown. I can help assess this early on and advise on the most constructive pathway.

 

Based in Ireland – Working Nationwide

I work with private and public sector clients across Ireland, both remotely and in person, depending on your needs. I am familiar with Irish employment law, statutory guidance, and best practice investigation protocols.